题名

需求與知行的落差？初探招募資訊揭露對應徵者及新進員工組織工作認知之影響

并列篇名

Knowing-doing-desirability Gap Exists? Exploring the Impact of Recruitment Information Disclosure on Applicant and Newcomers' Organizational and Job Related Perceptions

DOI

10.6504/JMBR.201912_36(4).0003

作者

楊文芬(Irene Wen-fen Yang)

关键词

企業招募資訊揭露完整性 ； 招募資訊可信度 ； 符合預期程度 ； 工作鑲嵌 ； 新進員工離職意圖 ； recruitment information completeness ； recruitment information credibility ； met expectation ； job embeddedness ； newcomers' intention to quit

期刊名称

管理學報

卷期/出版年月

36卷4期（2019 / 12 / 01）

页次

391 - 419

内容语文

繁體中文;英文
中文摘要

優化招募活動的成效有助於企業吸引優秀人才加入，但過去文獻較缺乏對企業主動揭露資訊完整性及其影響的討論，本研究以兩個子研究探討台灣企業招募資訊揭露成效。研究一以339家參與校園徵才之企業為研究對象，依過去文獻整理並蒐集校園徵才文宣與人員互動所揭露資訊，歸納出19類常揭露訊息類別，並對將求職的應屆畢業生蒐集361份有效問卷，比對資料後發現應徵者最期望獲得的資訊並非招募時企業主動揭露的資訊，反映實務上的確存在著資訊需求落差。研究二蒐集29間企業與161位新進員工的配對樣本，以了解招募資訊完整性及可信度如何影響新進員工的符合預期程度和工作鑲嵌，並討論其對新進員工離職意圖之影響，結果發現招募資訊揭露完整性會透過影響新進員工資訊可信度認知、符合預期程度及工作鑲嵌，進而對新進員工離職意圖產生影響。
英文摘要

To attract high-quality talent, organizations need to effectively deliver the necessary information in an attractive manner to potential applicants. However, past literature seems to pay little attention to discussing the impact of information delivery on recruitment outcomes. This study intends to close this research gap with two separate studies. In study 1, I collected data through coding recruiting brochures and recruiter conversations related to 339 organizations attending career fairs. A total of 19 pieces of frequently disclosed recruitment information were collected and then compared with the information demands of 361 soon-to-graduate student job seekers collected from a separated survey. The findings showed that a doing-desirability gap existed, because the organizations seemed not to disclose enough of the information that was needed by applicants. In study 2, data from 29 organizations and 161 newcomers who had been with the organization for less than a year were collected to explore the impacts of information completeness and credibility on newcomers' perceptions of met expectations and job embeddedness, as well as their turnover intention. The results indicated that the relationship between recruitment information completeness and newcomers' intention to quit is mediated by perceptions of information credibility, met expectation, and job embeddedness.
主题分类 社會科學 > 管理學
参考文献
  1. 紀乃文, N. W.,蔡宜衿, Y. C(2018)。主管下班別 LINE 我：探討下班後用通訊軟體交辦困難工作對員工後續負向情、壓力狀態及任務績效的影響：領導成員交換關係與員工親和性特質的干擾效果。管理學報，35(3)，307-331。
    連結：
  2. 黃敦群, T. C.,羅玉娟, Y. C.(2014)。任用管理的研究與實務落差：文獻觀點，人資工作者認知與台灣企業實務三者之比較。人力資源管理學報，14(3)，25-61。
    連結：
  3. 104 資訊科技，2018。2018 人資 F. B. I.報告。http://ehr.104.com.tw/download/2018FBI_hrReport.pdf。搜尋日期：2019 年 4 月 15 日 。 (104 Information Technology. 2018. 2018 human resource F.B.I. report. http://ehr.104.com.tw/download/2018FBI_hrReport.pdf. Accessed April 15, 2019.)
  4. Acikgoz Y.,Bergman S. M.(2016).Social media and employee recruitment: Chasing the run away bandwagon.Social media in employee selection and recruitment,Switzerland:
  5. Acikgoz, Y.(2018).Employee recruitment and job search: Towards a multi-level integration.Human Resource Management Review,29(1),1-13.
  6. Allen, D. G.(2006).Do organizational socialization tactics influence newcomer embeddedness and turnover?.Journal of Management,32(2),237-256.
  7. Allen, D. G.,Van Scotter, J. R.,Otondo, R. F.(2004).Recruitment communication media: Impact on prehire outcomes.Personnel Psychology,57(1),143-171.
  8. Anderson, J. C.,Gerbing, D. W.(1988).Structural equation modeling in practice: A review and recommended two-step approach.Psychological Bulletin,103(3),411-423.
  9. Anderson, N.(Ed.),Herriot, P.(Ed.)(1997).International handbook of selection and assessment.Chichester, UK:John Wiley and Sons.
  10. Bangerter, A.,Roulin, N.,König, C. J.(2012).Personnel selection as a signaling game.Journal of Applied Psychology,97(4),719-738.
  11. Bartlett, C. A.,Ghoshal, S.(2002).Building competitive advantage through people.MIT Sloan Management Review,43(2),34-41.
  12. Batistič, S.(2018).Looking beyond-socialization tactics: The role of human resource systems in the socialization process.Human Resource Management Review,28(2),220-233.
  13. Bauer, T. N.,Bodner, T.,Erdogan, B.,Truxillo, D. M.,Tucker, J. S.(2007).Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.Journal of Applied Psychology,92(3),707-721.
  14. Baur, J. E.,Buckley, M. R.,Bagdasarov, Z.,Dharmasiri, A. S.(2014).A historical approach to realistic job previews: An exploration into their origins, evolution, and recommendations for the future.Journal of Management History,20(2),200-223.
  15. Bills, D. B.,Di Stasio, V.,Gërxhani, K.(2017).The demand side of hiring: Employers in the labor market.Annual Review of Sociology,43,291-310.
  16. Breaugh, J. A.(2013).Employee recruitment.Annual Review of Psychology,64,389-416.
  17. Breaugh, J. A.(2008).Employee recruitment: Current knowledge and important areas for future research.Human Resource Management Review,18(3),103-118.
  18. Cable, D. M.,Turban, D. B.(2001).Establishing the dimensions, sources and value of job seekers' employer knowledge during recruitment.Research in personnel and human resources management, vol. 20,Bradford, England:
  19. Cable, D. M.,Yu, K. Y. T.(2006).Managing job seekers' organizational image beliefs: The role of media richness and media credibility.Journal of Applied Psychology,91(4),828-840.
  20. Campion, M. C.,Ployhart, R. E.,Campion, M. A.(2017).Using recruitment source timing and diagnosticity to enhance applicants’ occupation-specific human capital.Journal of Applied Psychology,102(5),764-781.
  21. Carifio, J.,Perla, R. J.(2007).Ten common misunderstandings, misconceptions, persistent myths and urban legends about Likert scales and Likert response formats and their antidotes.Journal of Social Sciences,3(3),106-116.
  22. Chang, E.,Chin, H.(2018).Signaling or experiencing: Commitment HRM effects on recruitment and employees' online ratings.Journal of Business Research,84,175-185.
  23. Chapman, D. S.,Uggerslev, K. L.,Carroll, S. A.,Piasentin, K. A.,Jones, D. A.(2005).Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes.Journal of Applied Psychology,90(5),928-944.
  24. Clayton, R. W.,Davis, W. D.,Thomas, C. H.,Novicevic, M. M.,Ammeter, A. P.(2015).Realistic recruitment as a protective antecedent of work interference with family.Journal of Applied Management and Entrepreneurship,20(4),84-107.
  25. Colarelli, S. M.(1984).Methods of communication and mediating processes in realistic job previews.Journal of Applied Psychology,69(4),633-642.
  26. Connelly, B. L.,Certo, S. T.,Ireland, R. D.,Reutzel, C. R.(2011).Signaling theory: A review and assessment.Journal of Management,37(1),39-67.
  27. Cooper-Thomas, H. D.,Anderson, N.(2005).Organizational socialization: A field study into socialization success and rate.International Journal of Selection and Assessment,13(2),116-128.
  28. Cooper-Thomas, H. D.,Anderson, N.(2006).Organizational socialization: A new theoretical model and recommendations for future research and HRM practices in organizations.Journal of Managerial Psychology,21(5),492-516.
  29. Diamond, P.(Ed.),Rothschild, M.(Ed.)(1978).Uncertainty in economics.New York, NY:Academic Press.
  30. Earnest, D. R.,Allen, D. G.,Landis, R. S.(2011).Mechanisms linking realistic job previews with turnover: A meta‐analytic path analysis.Personnel Psychology,64(4),865-897.
  31. Ellis, A. M.,Nifadkar, S. S.,Bauer, T. N.,Erdogan, B.(2017).Newcomer adjustment: Examining the role of managers’ perception of newcomer proactive behavior during organizational socialization.Journal of Applied Psychology,102(6),993-1001.
  32. Frasca, K. J.,Edwards, M. R.(2017).Web ‐ based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction.International Journal of Selection and Assessment,25(2),125-137.
  33. Gilbert, D. T.(Ed.),Fiske, S. T.(Ed.),Lindzey, G.(Ed.)(1998).The handbook of social psychology.New York, NY:McGraw-Hill.
  34. Hackman, J. R.,Oldham, G. R.(1975).Development of the job diagnostic survey.Journal of Applied Psychology,60(2),159-170.
  35. Holtom, B. C.,Mitchell, T. R.,Lee, T. W.,Eberly, M. B.(2008).5 turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future.The Academy of Management Annals,2(1),231-274.
  36. Horvath, M.(2015).An integrative model of recruitment source processes and effects.Organizational Psychology Review,5(2),126-145.
  37. Jiang, K.,Liu, D.,McKay, P. F.,Lee, T. W.,Mitchell, T. R.(2012).When and how is job embeddedness predictive of turnover? A meta-analytic investigation.Journal of Applied Psychology,97(5),1077-1096.
  38. Klehe, U.(Ed.),Van Hooft, E. A. J.(Ed.)(2018).The oxford handbook of job loss and job search.New York, NY:Oxford University Press.
  39. Klotz, A. C.,da Motta Veiga, S. P.(2018).Recruiting under the influence: New labor market entrants' reactions to workplace drinking norms.Human Resource Management,57(5),1303-1316.
  40. Lado, A. A.,Wilson, M. C.(1994).Human resource systems and sustained competitive advantage: A competency-based perspective.Academy of Management Review,19(4),699-727.
  41. LeBreton, J. M.,Wu, J.,Bing, M. N.(2009).The truth (s) on testing for mediation in the social and organizational sciences.Statistical and methodological myths and urban legends: Doctrine, verity and fable in the organizational and social sciences,New York, NY:
  42. Lee, T. W.,Mitchell, T. R.,Sablynski, C. J.,Burton, J. P.,Holtom, B. C.(2004).The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover.Academy of Management Journal,47(5),711-722.
  43. Lee, T.W.,Burch, T. C.,Mitchell, T. R.(2014).The story of why we stay: A review of job embeddedness.Annual Review Organizational Psychology and Organizational Behavior,1(1),199-216.
  44. Lewin, K.,Cartwright, Dorwin(ed.)(1951).Field theory in social science: Selected theoretical papers.Oxford, England:Harpers.
  45. Lievens, F.,Slaughter, J. E.(2016).Employer image and employer branding: What we know and what we need to know.Annual Review of Organizational Psychology and Organizational Behavior,3,407-440.
  46. Lin, S. H.,Scott, B. A.,Matta, F. K.(2019).The dark side of transformational leader behaviors for leader themselves: A conservation of resources perspective.Academy of Management Journal,62(5),1556-1582.
  47. LinkedIn, 2018. LinkedIn 2018 report highlights top global trends in recruiting. https://news.linkedin.com/ 2018/1/global-recruiting-trends-2018. Accessed June 8, 2019.
  48. LinkedIn, 2019. LinkedIn releases 2019 global talent trends report. https://news.linkedin.com/2019/January/linkedin-releases-2019-global-talent-trends-report. Accessed June 8, 2019.
  49. Liu, Y. L.,Keeling, K. A.,Papamichail, K. N.(2018).Maximising the credibility of realistic job preview messages: The effect of jobseekers’ decision-making style on recruitment information credibility.The International Journal of Human Resource Management,29(7),1330-1364.
  50. Liu, Y. L.,Keeling, K. A.,Papamichail, K. N.(2015).Should retail trade companies avoid recruiting maximisers?.Management Decision,53(3),730-750.
  51. Louis, M. R.(1980).Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings.Administrative Science Quarterly,25(2),226-251.
  52. Lüdtke, O.,Marsh, H. W.,Robitzsch, A.,Trautwein, U.,Asparouhov, T.,Muthén, B.(2008).The multilevel latent covariate model: A new, more reliable approach to group-level effects in contextual studies.Psychological Methods,13(3),203-229.
  53. Lynn, M.,Kwortnik, R.,Sturman, M.(2011).Voluntary tipping and the selective attraction and retention of service workers in the United States: An application of the ASA model.International Journal of Human Resources Management,22(9),1887-1901.
  54. Martic, K. 2018. Recruiting hacks: Improve candidate experience in 10 simple steps. https://www.talentlyft.com/en/blog/article/86/recruiting-hacks-improve-candidate-experience-in-10-simple-steps. Accessed June 8, 2019.
  55. McCarthy, J. M.,Bauer, T. N.,Truxillo, D. M.,Anderson, N. R.,Costa, A. C.,Ahmed, S. M.(2017).Applicant perspectives during selection: A review addressing "So what?," "What's new?," and "Where to next?.Journal of Management,43(6),1693-1725.
  56. McDonald, R. P.,Ho, M. H. R.(2002).Principles and practice in reporting structural equation analysis.Psychological Methods,7(1),64-82.
  57. Mitchell, T. R.,Holtom, B. C.,Lee, T. W.,Sablynski, C. J.,Erez, M.(2001).Why people stay: Using job embeddedness to predict voluntary turnover.Academy of Management Journal,44(6),1102-1121.
  58. Morrison, E. W.(1993).Newcomer information seeking: Exploring types, modes, sources, and outcomes.Academy of Management Journal,36(3),557-589.
  59. Moser, K.(2005).Recruitment sources and post ‐ hire outcomes: The mediating role of unmet expectations.International Journal of Selection and Assessment,13(3),188-197.
  60. Oh, I. S.,Han, J. H.,Holtz, B.,Kim, Y. J.,Kim, S.(2018).Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality‐based within‐organization homogeneity and between‐organization heterogeneity progression over time.Journal of Organizational Behavior,39(10),1347-1366.
  61. Phillips, J. M.(1998).Effects of realistic job previews on multiple organizational outcomes: A meta-analysis.Academy of Management Journal,41(6),673-690.
  62. Phillips, J. M.,Gully, S. M.(2015).Multilevel and strategic recruiting: Where have we been, where can we go from here?.Journal of Management,41(5),1416-1445.
  63. Pieper, J. R.(2015).Uncovering the nuances of referral hiring: How referrer characteristics affect referral hires’ performance and likelihood of voluntary turnover.Personnel Psychology,68(4),811-858.
  64. Pieper, J. R.,Trevor, C. O.,Weller, I.,Duchon, D.(2019).Referral hire presence implications for referrer turnover and job performance.Journal of Management,45(5),1858-1888.
  65. Preacher, K. J.,Zyphur, M. J.,Zhang, Z.(2010).A general multilevel SEM framework for assessing multilevel mediation.Psychological Methods,15(3),209-233.
  66. Riordan, C. M.,Weatherly, E. W.,Vandenberg, R. J.,Self, R. M.(2001).The effects of pre-entry experiences and socialization tactics on newcomer attitudes and turnover.Journal of Managerial Issues,13(2),159-176.
  67. Robinson, R. N. S.,Kralj, A.,Solnet, D. J.,Goh, E.,Callan, V.(2014).Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention.International Journal of Hospitality Management,36,101-109.
  68. Rubenstein, A. L.,Eberly, M. B.,Lee, T. W.,Mitchell, T. R.(2018).Surveying the forest: A meta‐analysis, moderator investigation, and future ‐ oriented discussion of the antecedents of voluntary employee turnover.Personnel Psychology,71(1),23-65.
  69. Ryan, M. A.,Derous, E.(2016).Highlighting tensions in recruitment and selection research and practice.International Journal of Selection and Assessment,24(1),54-62.
  70. Saks, A. M.(1994).A psychological process investigation for the effects of recruitment source and organization information on job survival.Journal of Organizational Behavior,15(3),225-244.
  71. Saks, A. M.,Ashforth, B. E.(1997).A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes.Personnel Psychology,50(2),395-426.
  72. Schneider, B.(1987).The people make the place.Personnel Psychology,40(3),437-453.
  73. Sherman, U. P.,Morley, M. J.(2015).On the formation of the psychological contract: A schema theory perspective.Group & Organization Management,40(2),160-192.
  74. Stiglitz, J. E.(2000).The contributions of the economics of information to twentieth century economics.The Quarterly Journal of Economics,115(4),1441-1478.
  75. Suazo, M. M.,Martínez, P. G.,Sandoval, R.(2009).Creating psychological and legal contracts through human resource practices: A signaling theory perspective.Human Resource Management Review,19(2),154-166.
  76. Swider, B. W.,Barrick, M. R.,Harris, T. B.(2016).Initial impressions: What they are, what they are not, and how they influence structured interview outcomes.Journal of Applied Psychology,101(5),625-638.
  77. Swider, B. W.,Boswell, W. R.,Zimmerman, R. D.(2011).Examining the job search–turnover relationship: The role of embeddedness, job satisfaction, and available alternatives.Journal of Applied Psychology,96(2),432-441.
  78. Swider, B. W.,Zimmerman, R. D.,Barrick, M. R.(2015).Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.Journal of Applied Psychology,100(3),880-893.
  79. Tajfel, H.,Turner, J. C.(1986).The social identity theory of intergroup behavior.Psychology of Intergroup Relations,5,7-24.
  80. Uggerslev, K. L.,Fassina, N. E.,Kraichy, D.(2012).Recruiting through the stages: A meta‐analytic test of predictors of applicant attraction at different stages of the recruiting process.Personnel Psychology,65(3),597-660.
  81. Van Hoye, G.,Weijters, B.,Lievens, F.,Stockman, S.(2016).Social influences in recruitment: When is word ‐ of ‐ mouth most effective?.International Journal of Selection and Assessment,24(1),42-53.
  82. Van Iddekinge, C. H.,Ferris, G. R.,Heffner, T. S.(2009).Test of a multistage model of distal and proximal antecedents of leader performance.Personnel Psychology,62(3),463-495.
  83. Walker, H. J.,Bauer, T. N.,Cole, M. S.,Bernerth, J. B.,Feild, H. S.,Short, J. C.(2013).Is this how I will be treated? Reducing uncertainty through recruitment interactions.Academy of Management Journal,56(5),1325-1347.
  84. Walker, H. J.,Feild, H. S.,Giles, W. F.,Armenakis, A. A.,Bernerth, J. B.(2009).Displaying employee testimonials on recruitment web sites: Effects of communication media, employee race, and job seeker race on organizational attraction and information credibility.Journal of Applied Psychology,94(5),1354-1364.
  85. Walumbwa, F. O.,Schaubroeck, J.(2009).Leader personality traits and employee voice behavior: Mediating roles of ethical leadership and work group psychological safety.Journal of Applied Psychology,94(5),1275-1286.
  86. Wang, D.,Hom, P. W.,Allen, D. G.(2017).Coping with newcomer "Hangover": How socialization tactics affect declining job satisfaction during early employment.Journal of Vocational Behavior,100,196-210.
  87. Weller, I.,Holtom, B. C.,Matiaske, W.,Mellewigt, T.(2009).Level and time effects of recruitment sources on early voluntary turnover.Journal of Applied Psychology,94(5),1146-1162.
  88. Weller, I.,Hymer, C. B.,Nyberg, A. J.,Ebert, J(2019).How matching creates value: Cogs and wheels for human capital resources research.Academy of Management Annals,13(1),188-214.
  89. Yu, K. Y. T.(Ed.),Cable, D. M.(Ed.)(2014).The oxford handbook of recruitment.New York, NY:Oxford University Press.
  90. Yu, K. Y. T.,Davis, H. M.(2016).Autonomy's impact on newcomer proactive behaviour and socialization: A needs–supplies fit perspective.Journal of Occupational and Organizational Psychology,89(1),172-197.
  91. Zhang, Y.,Wiersema, M. F.(2009).Stock market reaction to CEO certification: The signaling role of CEO background.Strategic Management Journal,30(7),693-710.
  92. Zhu, J.,Tatachari, S.,Chattopadhyay, P.(2017).Newcomer identification: Trends, antecedents, moderators, and consequences.Academy of Management Journal,60(3),855-879.
  93. 方明， 2017 。 社會新鮮人成職場快閃族。http://www.chinatimes.com/newspapers/20170823000049-260202。搜尋日期：2018 年 1 月 4 日。(Fang, M. 2017. The Newcomers Become Flash Mob in the Workplace. http://www.chinatimes.com/newspapers/20170823000049-260202. Accessed January 4, 2018.)
  94. 洪安怡，2018。薪資 4 萬以下需透明，5 成企業反對 。 https://www.chinatimes.com/newspapers/20180 420000694-260106?chdtv。搜尋日期：2018 年 4月 20 日 。 (Hong, A. Y. 2018. Pay under NT$40,000 needs to be transparent, over 50 percent enterprise oppose. https://www.chinatimes.com/newspapers/20180420000694-260106?chdtv. Accessed April 20, 2018.)
  95. 洪雪珍，2018。月薪未達 4 萬不准寫「面議」，5 成企業直跳腳！她精準預測出，台灣慣老闆的 2 大「規避技倆」 。 https://www.storm.mg/lifestyle/427196?srcid=gAAAAABcwA34JS0Cnq9yZssoej4K4R_TiZXsnjzkIoqud-gEgFVkbWugCK_S5ya5kkTQgodugu3OVX0E-44r0NXVCQHHasIvWw%253D%253D 。搜尋日期：2018 年 4 月 15 日。(Hong, S. J. 2018. Positions paying under NT$ 40,000 should not note “negotiate personally”. Over 50 percent enterprise hopping mad. She precisely predicts the two major common tricks of Taiwanese spoiled boss. https://www.storm.mg/lifestyle/427196?srcid=gAAAAABcwA34JS0Cnq9yZssoej4K4R_TiZXsnjzkIoqud-gEgFVkbWugCK_S5ya5kkTQgodugu3OVX0E-44r0NXVCQHHasIvWw%253D%253D. Accessed April 15, 2018.)
被引用次数
  1. (2024)。企業社會責任與雇主品牌對青年應徵傾向的影響。勞動及職業安全衛生研究季刊，32(2)，104-137。
print cancel